In October 2024, Hult et al. published the article ‘Decent and Precarious Work Among Nursing and Care Workers: A Mixed-Method Systematic Review’ in Journal of Advanced Nursing. The article critically examines the impact of decent and precarious work on nursing outcomes. We acknowledge the value of their contributions and appreciate the authors' efforts in broadening our understanding of employment quality in healthcare. However, we believe that recent studies on related themes offer additional perspectives that may enhance the discourse initiated by Hult et al. Here, we draw on three of our previously published studies to extend their findings.

Our study, titled ‘Decent Work and Ethical Ideologies of Nurses: A Multicenter Cross-Sectional Study’, highlighted how decent work influences nurses' ethical ideologies, such as idealism and relativism (Zoromba et al. 2024). Similar to Hult et al.'s findings, we found that decent work fosters favourable workplace behaviours, particularly adherence to ethical standards. However, our study emphasises that key components such as organisational values and interpersonal safety are not only essential for well-being but also promote ethical ideologies. This underscores that fostering decent work conditions benefits both the emotional and ethical dimensions of healthcare work. Our second study, ‘How Decent Work Influences Internal Whistleblowing Intentions: The Mediating Roles of Felt Obligation and Organizational Identification’, examined how decent work promotes proactive behaviours like whistleblowing (El-Gazar and Zoromba 2024). While Hult et al. primarily focus on employee retention and well-being, our research suggests that decent work can also catalyse moral actions by strengthening organisational identification. Specifically, our findings demonstrate that felt obligation and identification mediate the relationship between decent work and whistleblowing intentions, providing a framework to explore other ethical behaviours cultivated by decent work conditions.

In ‘The Role of Psychological Ownership in Linking Decent Work to Nurses' Vigor at Work: A Two-Wave Study’, we explored how psychological ownership mediates the effect of decent work on vigour (El-Gazar et al. 2024). While Hult et al. emphasise the mental health benefits of decent work, we propose that vigour offers a complementary lens for understanding employee engagement. Our findings suggest that decent work not only reduces stress but also fosters an environment where nurses feel ownership of their roles, leading to sustained energy and job satisfaction. The nuanced inclusion of psychological ownership deepens the understanding of how decent work translates into high job performance (International Labour Organization, 2019).

While Hult et al.'s systematic review provides a comprehensive overview, highlighting the significance of sustainable employment policies in mitigating precarious work conditions, our findings highlight the need to explore additional dimensions, such as ethical ideologies, whistleblowing and psychological ownership, within the context of decent work. Our research suggests that the concept of decent work extends beyond job satisfaction to encompass critical moral and behavioural outcomes. This recent approach of nursing research stressing investing in leadership programs to foster organisational identification and ethical behaviours, including whistleblowing, encouraging psychological ownership through strategies that enhance nurses' autonomy and engagement. To further enrich this discourse, we recommend that future studies adopt longitudinal approaches, as employed in our two-wave design, to capture temporal changes in work conditions and behaviours. Additionally, interventions aimed at enhancing organisational values and psychological ownership could amplify the benefits of decent work.

Conclusion: We commend Hult et al. for their valuable contribution to nursing research. Our studies complement their findings by offering insights into the behavioural and psychological outcomes associated with decent work. We hope that our discussion encourages further research and informs practical interventions aimed at enhancing working conditions in healthcare.

2024 年 10 月，Hult 等人在《高级护理杂志》上发表了文章“护理和护理工作者中的体面和不稳定的工作：混合方法系统评价”。这篇文章批判性地研究了体面和不稳定的工作对护理结果的影响。我们承认他们贡献的价值，并感谢作者为拓宽我们对医疗保健就业质量的理解所做的努力。然而，我们认为最近关于相关主题的研究提供了额外的视角，可能会增强 Hult 等人发起的论述。在这里，我们借鉴了我们之前发表的三项研究来扩展他们的发现。

我们的研究题为“护士的体面工作和道德意识形态：一项多中心横断面研究”，强调了体面工作如何影响护士的道德意识形态，例如理想主义和相对主义（Zoromba 等人，2024 年）。与 Hult 等人的发现类似，我们发现体面工作可以培养良好的工作场所行为，尤其是遵守道德标准。然而，我们的研究强调，组织价值观和人际安全等关键组成部分不仅对福祉至关重要，而且还促进了道德意识形态。这强调，培养体面的工作条件有利于医疗保健工作的情感和道德层面。我们的第二项研究“体面工作如何影响内部举报意图：感觉义务和组织认同的中介作用”，研究了体面工作如何促进举报等主动行为（El-Gazar 和 Zoromba 2024）。虽然 Hult 等人主要关注员工保留和福祉，但我们的研究表明，体面工作也可以通过加强组织认同来促进道德行为。具体来说，我们的研究结果表明，感觉义务和认同在体面工作和举报意图之间的关系之间起中介作用，为探索体面工作条件培养的其他道德行为提供了一个框架。

在“心理所有权在将体面工作与护士的工作活力联系起来中的作用：一项两波研究”中，我们探讨了心理所有权如何调节体面工作对活力的影响（El-Gazar 等人，2024 年）。虽然 Hult 等人强调了体面工作对心理健康的好处，但我们认为 vigour 为理解员工敬业度提供了一个补充视角。我们的研究结果表明，体面的工作不仅可以减轻压力，还可以营造一种让护士对自己的角色有主人翁意识的环境，从而带来持续的活力和工作满意度。对心理所有权的细致入微的纳入加深了对体面工作如何转化为高工作绩效的理解（国际劳工组织，2019 年）。

虽然 Hult 等人的系统评价提供了全面的概述，强调了可持续就业政策在缓解不稳定工作条件方面的重要性，但我们的研究结果强调了在体面工作的背景下探索其他维度的必要性，例如道德意识形态、举报人和心理所有权。我们的研究表明，体面工作的概念超越了工作满意度，包括关键的道德和行为结果。最近的这种护理研究方法强调投资于领导力计划，以促进组织认同和道德行为，包括举报，通过增强护士自主性和参与度的策略鼓励心理所有权。为了进一步丰富这一论述，我们建议未来的研究采用我们的两波设计中采用的纵向方法来捕捉工作条件和行为的时间变化。此外，旨在提高组织价值观和心理所有权的干预措施可以放大体面工作的好处。

结论：我们赞扬 Hult 等人对护理研究的宝贵贡献。我们的研究通过提供对与体面工作相关的行为和心理结果的见解来补充他们的发现。我们希望我们的讨论鼓励进一步的研究，并为旨在改善医疗保健工作条件的实际干预措施提供信息。